This exploratory research on workplace isolation examined challenges in satisfying social needs posed by reduced social presence affecting distributed team typologies. Enabled by modern communication technologies, global increases in remote work arrangements such as telework and distant education, risk adverse effects to cognitive engagement, creativity, and loneliness. Alderfer's (1969) social dimension within existence, relatedness, and growth (ERG) theory suggests individuals become motivated upon satisfying social needs for close, mutual relations. Team members experiencing remote work assignments may enjoy autonomy and flexibility, but in exchange become unsatisfied and demotivated due to feeling excluded, isolated, and lonely (Alderfer, 1969; Baard, Deci, & Ryan, 2004; Caulton, 2012; Campbell & Heales, 2016; Caniels & Rietzschel, 2015). This study performed experiments comparing performance differences between co- and remotely-located team members (n=186). Remote individuals perceived less engagement and creativity and more loneliness than co-located individuals. No interaction was supported for proximity with extroversion nor with gender for perceived engagement or creativity. Perceived loneliness between proximity and gender was marginally supported as females reported were less lonely when co-located and more lonely when remote then were males. These findings have coupled the satisfaction of the human need of relatedness (Alderfer, 1969) with the adverse effects of lower social presence as constrained by greater perceived distance and degraded media richness (Daft & Lengel, 1986; Moore, 1980; Short, Williams, & Christie, 1976). Findings recognize that distance matters. Team leaders and members are encouraged to explore training and awareness programs that foster community in physically disparate team environments.